Your Next Job: Is It A "Growth Oriented" Company? (Part 5 Of A 5-Part Series)

In addition to the four phrases we've already discussed, there's a fifth one that also needs definition: "growth oriented". Probably 95% of all job seekers (perhaps a conservative estimate) are looking for a company that is growth oriented. As opposed to one that is shrinking? Or going out of business?

Small start-ups are growth oriented, and so are $50B corporations, but there is a great deal of difference between the two.

How are they growing? By gobbling up smaller companies? By diversifying their market or products? Expanding their sales force or their marketing team? Opening up branch offices?

As you move further into the interview process, you'll want to get an overview of the company, not only their past, but what they plan for their future. Do they have a strategic plan? How far into the future? Some companies are under capitalized and struggle to achieve any kind of growth. Others combine an aggressive expansion strategy with little planning and grow themselves right out of business.

Business cycles affect company growth as well. What has their pattern been over the years? Have they had hiring freezes? Or laid people off....more than once?

Make sure you look at the entire picture. If growth oriented is high on your list, and you hear a rosy interview sales pitch for it, you're ripe to buy into what might come to pass.....or might not. And if it doesn't, you could be out the door much sooner than you anticipated.

So before you interview, take the time to do some thinking about what you want in your perfect job. It's in your best interest to find answers to these questions, because if you don't, you're the one who suffers.

• What do you consider the right opportunity?
• What does people-oriented mean to you?
• What qualifies as a reputable firm?
• How do you define progressive?
• How do you define growth oriented?

Don't assume that your interviewer holds the same definition of a phrase as you do. Define the phrase specifically to yourself, and convey that idea in the interview so that you can find out if those things are present.....or not.

As a result, you will know if you are interested in the company....or not. With the power of knowledge behind you, you can exercise your choice, instead of leaving the decision to the company.

The benefit to you is not only that you receive specific information in return, but also that you present yourself as someone who takes your career seriously and knows exactly what you want. Thinking in this manner and presenting yourself this way gives you the edge over most candidates – who are just winging it.

If you want to find your perfect job, you must know what it will look like. If you don't define it first, how will you know when you've come across it? But more than that, whether the interviewer consciously notices or not, you'll have had lost moments, stuttering responses, perhaps some rambling answers.

Why be unprepared? Why stumble? Why behave like most people who interview? Why not know exactly what you want, be able to state it coherently and pleasantly, and tie it in with what you know about the company from your research? Why not be one of the candidates seriously considered because you've made such a focused and goal oriented impression?

Don't discount the subtleties – they have a rippling effect in interviews, often resulting in a "gut" decision to like – or not like – the candidate.

If you and the company are to part ways, make sure it's your choice, or at the very least, that the company elects not to pursue you only because they've picked up that you know exactly what you want—and they know they don't fit that profile.

Copyright: Judi Perkins, VisionQuest